Change Management

Change Management
Successful organizations understand that doing things the same way will produce the
same result and that sometimes changing things is needed to take an organization to the
next level. So whether it is transitioning to a new software program, new procedures for
processing material, office change or a change in benefit plan, change needs to be
managed to be successful.
So why do people resist change? Often it is fear of the unknown or perhaps how the
change will impact them. When people dont know all the answers they feel like they
have lost control and that makes them feel hopeless. Organizational leaders have the
responsibility to manage change efforts to minimize the negative impact on employees.
!o effectively manage change efforts, it is important to help people understand what the
change will be and the reasons behind the change. !he more detailed the communication
about the vision for the change, the better employees understand the need and the less
resistant they will be to the change.
Steps to implementing change:
1. Management Support for Change
"t is critical that management shows support for changes and demonstrates that support
when communicating and interacting with staff. #mployees develop a comfort level
when they see management supporting the process.
2. Case for Change
$o one wants to change for change sake, so it is important to create a case for change. %
case for change can come from different sources. "t can be a result of data collected on
defect rates, customer satisfaction survey, employee satisfaction survey, customer
comment cards, and business goals as a result of a strategic planning session or budget
pressures. &sing data is the best way to identify areas that need to improve and change
initiatives.
3. Employee Involvement
%ll change efforts should involve employees at some level. Organizational change,
whether large or small, needs to be explained and communicated, specifically changes
that affect how employees perform their 'obs. Whether it is changing a work process,
improving customer satisfaction or finding ways to reduce costs, employees have
experiences that can benefit the change planning and implementation process. Since
employees are typically closest to the process, it is important that they understand the
why behind a change and participate in creating the new process.
4. Communicating the Change
(ommunicating change should be structured and systematic. #mployees are at the mercy
of management to inform them of changes. When there is poor communication and the
rumor mill starts spreading rumors about change, it can create resistance to the change.
)eing proactive in communications can minimize resistance and make employees feel
like they are part of the process.
5. Implementation
Once a change is planned, it is important to have good communication about the rollout
and implementation of the change. % timeline should be made for the implementation
and should make changes in the order that affect the process and the employees who
manage the process. %n effective timeline will allow for all new e*uipment, supplies or
training to take place before fully implemented. "mplementing without a logical order
can create frustration for those responsible for the work process.
. !ollo"#up
Whenever a change is made it is always good to follow+up after implementation and
assess how the change is working and if the change delivered the results that were
intended. Sometimes changes exceed target expectations but there are occasions that
changes 'ust dont work as planned. When this is the case, management should
acknowledge that it didnt work and make ad'ustments until the desired result is
achieved.
$. %emoving &arriers
Sometimes employees encounter barriers when implementing changes. )arriers can be
with other employees, other departments, inade*uate training, lacking e*uipment or
supply needs. Sometimes management also needs to deal with resistant employees. "t is
managements responsibility to ensure that employees can implement change without
obstacles and resistance. &nfortunately, sometimes employees need to move on in order
to successfully implement a needed change.
'. Cele(rate
"t is important to celebrate successes along the way as changes are made. (elebrating the
small changes and building momentum for bigger changes are what makes employees
want to participate in the process.
When employees understand why a change is made and are part of the process for
planning and implementing the change, it allows for a better chance for successful
implementation.